Conservation of resource caravans and engaged settings

By Stevan E. Hobfoll. 2011

1,657 citations recorded by the source corpus.

Subfields: Demography, General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/f1ea0cab823beb3f8a6fbae666f95e58401e0972

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In Demography

In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

The health-performance framework of presenteeism: Towards understanding an adaptive behaviour (2020, background): “COR theory posits that individuals behave as a function of resources; they ‘invest resources to prevent against resource loss, to recover from losses, and gain resources’ (Hobfoll, 2011: 117) and ‘strive to obtain, retain, and protect that which they value’ (Hobfoll and Lilly, 1993: 129).”
A Conservation of Resources Perspective on Negative Affect and Innovative Work Behaviour: the Role of Affect Activation and Mindfulness (2016, neutral): “…high-activated or low-activated negative affective states might thus have the possibility of investing the remaining resources in innovative activities to gain new resources, such as improvements in working conditions, mastery of the work environment or career developments (Hobfoll 2001, 2011).”
Making the most of structural support: : moderating influence of employees' clarity and negative affect. (2013, background): “Hobfoll drew on evidence that loss has greater negative consequences than gain in decision-making studies (Tversky & Kahneman, 1981) and studies of life events (Taylor, 1991; Thoits, 1983) to conclude that “resource loss is disproportionately more salient than resource gain” (Hobfoll, 2011: 117).”
What Is a Resource: Toward a Taxonomy of Resources for Employee Engagement (2020, background): “Seniority (Hobfoll, 2011), psychological career resources (Venter et al., 2013), career progression and planning (Goel et al., 2013), career adaptability (Tladinyane & Van der Merwe, 2016), and career identity (N. Kim & Kang, 2016) were identified as career resources.”
To Invest or Not? The Role of Coworker Support and Trust in Daily Reciprocal Gain Spirals of Helping Behavior (2015, background): “According to COR theory, as employees acquire personal resources, they can invest these resources as a means to gain additional resources (Hobfoll, 2001, 2011).”
Working on my own: Measuring the challenges of gig work (2021, background): “This further suggests that perhaps the challenges of gig work, like resources that tend to cluster together (Hobfoll, 2011), may be predictable “co-travelers” (2011: 119)—for example, people who experience career-path challenges are also likely to experience identity challenges.”
Empowering supervision and service sabotage: a moderated mediation model based on conservation of resources theory. (2018, background): “Furthermore, engaged employees tend to view work as fun and challenging rather than stressful and demanding (Bakker, Schaufeli, Leiter, & Taris, 2008), which serves as a valuable resource to address depressive work environment and achieve self-development (Hobfoll, 1989, 2002, 2011).”
Combined Effects of Perceived Politics and Psychological Capital on Job Satisfaction, Turnover Intentions, and Performance (2014, methodology): “On the contrary, we draw upon Conservation of Resource Theory (Hobfoll, 2011) to argue that psychological capital (PsyCap) comprising hope and self-efficacy will act as ‘a solid resource reservoir’ (Hobfoll, 2002: 318) and reduce the negative effects of politics on work outcomes.”
School-Based Interventions to Enhance the Resilience of Students (2014, background): “A child who engages at school experiences a passageway (Hobfoll, 2011) to a host of potentially supportive experiences.”
Workload, generic and work–family specific social supports and job stress: Mediating role of work–family and family–work conflict (2016, background): “In addition, this finding provides support for the concept of “resource caravan passageways” (Hobfoll, 2011, 2012, 2014) which focuses on the environmental conditions that may accelerate change in resources for better or for worse.”
Engaging leader – Engaged employees? A cross-lagged study on employee engagement (2019, background): “To theoretically explain the processes between job resources and employee engagement, scholars often resorted to one of the key tenets of the Conservation of Resources Theory (COR; Hobfoll, 2011): the notion of ‘upward gain spirals’ (i.e. the accumulation of resources enhances individuals’ well-bein”